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Affirmative Action Plan
FY-2011
August 2010
TABLE OF CONTENTS
Introduction 2
Policy Statement on Equal Employment Opportunity
And Affirmative Action 3
Policy Against Sexual Harassment 4
OWRB EEO Organization; Responsibility for Implementation 5
Policy Dissemination 7
EEO/Affirmative Action Program Evaluation 9
OWRB FY-2010 Goals and Objectives 10
OWRB Employee Grievance Procedure 11
Statistical Analysis ofOWRB Work Force 13
A. Job Group Analysis 13
B. Availability Analysis 14
C. Utilization Analysis 15
D. Present Staffing Report .16
E. Personnel Transactions Report 17
F. Evaluation of Previous EEO Efforts 18
Review of Job Groups Where Goals Were Not Attained
And Identification ofAny Problem Areas 19
OWRB Affirmative Action for the Disabled and Older Persons 25
EEO Laws 26
INTRODUCTION
According to William Yates in his article, "Equity Management - Affirmative Action for the 21 st
Century," the steps taken by both Presidents Kennedy and Johnson with the establishment of the
EEOC and Executive Order 11246 (as amended) "meant that employers not only should, but
must be proactive in policies and hiring actions - and by extension, in all areas of employment."
Yates noted that as a result of the actions taken by Presidents Kennedy and Johnson, employers
were to ensure that unlawful discrimination did not occur and that their policies and hiring
practices did not work to the disadvantage of members of racial and ethnic minority groups and
women of all races. Establishing goals was an attempt to ensure that minimum standards of
fairness and equity were established and followed.
However, Yates suggests moving away from an emphasis on meeting perceived quotas to a
clearer focus on the original intent of affirmative action. That is, educating people on the
potential waste of human talent that occurs as a result of prejudice and discrimination. Equity
management stresses positive management and leadership built around a commitment to
diversity as a strength rather than a weakness. Equity managers actively seek out individuals
who are capable and deserving of opportunity; prepare them for service; ensure that barriers to
their progress are leveled; and employ those talented individuals in meaningful ways.
The Secretary of the Environment and Interim Executive Director, J. D. Strong, understands and
embraces the equity management approach and expects this focus to bring about a renewed
commitment to developing a more diverse workforce - one that will strengthen the agency and
make it an example of excellence in affirmative action.
Consistent with Title 74, Section 840-2.1 of the OklallOma Statutes, this Affirmative Action Plan
is submitted annually by the Oklahoma Water Resources Board to the State Office of Personnel
Management (OPM). Once approved by OPM, a copy is made available to all OWRB
employees for discussion and reference.
To promote external communication, our approved Plan will also be located in the reception area
for review by visitors to the Board and other interested parties, and copies of our Plan will also
be disseminated to various minority groups, as requested. A copy of the Executive Director's
Policy Statement will also be made available to staff on the agency's website and electronically'
shared folders.
2
POLICY STATEMENT ON
EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION
Consistent with federal and state laws and guidelines established for equal employment
opportunity and affirmative action, I would like to affirm this agency's continuing policy to
provide equal employment and advancement opportunity in all job families of this agency
without regard to political or religious opinion or affiliation, race, creed, gender, age, color,
national origin, or disability, so long as the disability does not render the person unable to do the
work for which employed.
The principles of equal employment opportunity apply to all employment practices and
persormel actions throughout the agency induding: recruiting, hiring, promotion, demotions,
separations, transfers, layoffs (RIF), recall, compensation, benefits and all other terms and
conditions of employment. I want to remind each employee that all personnel actions as well as
all decisions relating to employment practices are made in accordance with the spirit of equal
employment opportunity for all.
We have developed this affirmative action plan to help us achieve our goal of equal employment
opportunity. JaNeal Beougher, Human Resources Director and ANEEO Officer, located in the
Executive Administration Division, telephone number 405-530-8804, e-mail address
jgbeougher(cV,owrb.ok.gov, has been delegated the responsibility of implementing the plan,
induding monitoring and evaluating our progress and reporting the results to me.
In addition, Ms. Beougher is assigned to serve as the Affirmative Action Equal Employment
Opportunity Officer for this agency and is available to any employee having questions or
needing assistance in regards to affirmative action or equal employment oppOliunity in this
agency. She will also be the AAfEEO Coordinator and will have the responsibility of reporting
and monitoring procedures and recommending corrective action to insure compliance with our
Plan. I have designated Jerry Barnett, Office of the General Counsel, as Grievance Manager for
the agency.
My personal commitment to this policy is complete. I accept overall responsibility for equal
employment opportunity and affirmative action within this agency. I expect each employee to
perform hisfher duties and responsibilities in a marmer that will demonstrate this agency's firm
commitment in this most important area.
B·ZL{-/i)
Date ecutive Director
Date
3
POLICY AGAINST SEXUAL HARASSMENT
It is the policy of the Oklahoma Water Resources Board not to discriminate in any of its employment practices on
the basis of race, color, religion, sex, national origin, age, political affiliation or opinion, or disability, so long as the
disability does not render the employee unable to do the work for which employed, or marital status. Any form of
unlawful discrimination to which this policy applies is a very serious matter and will not be tolerated.
Sexual harassment is a form of unlawful discrimination based on sex. In some circumstances, it may violate other
laws (for example, criminal assault). Sexual harassment includes, but is not limited to, unwelcome sexual advances,
requests for sexual favors, or other verbal or physical conduct of a sexual nature. Conduct prohibited by this policy
includes, but is not limited to:
Unwelcome sexual flirtation;
Advances or propositions for sexual activity;
Continued or repeated verbal abuse of a sexual nature, such as suggestive comments and sexually explicit
jokes;
Sexually degrading language to describe an individual;
Display of sexually demeaning objects and pictures;
Offensive physical contact, such as unwelcome touching, pinching, or brushing the body;
Coerced sexual intercourse;
Sexual assault.
Such conduct is unlawful discrimination based on sex when submission to such conduct is explicitly or implicitly a
requirement of the individual's employment, or used as a basis for any employment-related decision concerning that
individual, or when such conduct has the purpose or effect of unreasonably interfering with the individual's work
perfonnance or creates an intimidating, hostile or offensive work environment.
Sexual harassment will not be condoned. Employees are absolutely prohibited from engaging in sexual harassing
behavior. Furthermore, any supervisory employee, employee with authority over personnel matters, or other agent
or officer of this agency who knows or should have known that an employee of this agency is being subjected to
sexual harassment must either take immediate corrective action or report the facts to an Assistant Administrator or to
me. All employees have a duty to immediately report sexual harassment to a supervisor, an Assistant Administrator,
or-directly to me.
Appropriate disciplinary actions will be taken against any employee who causes, engages in, encourages, condones
or otherwise permits unlawful sexual harassment, as well as supervisory or other responsible employees who fail to
take corrective action as provided above. Such conduct may be grounds for disciplinary action, up to and including
termination of employment.
It is the responsibility of all employees in this agency, supervisory and non-supervisory, to adhere to this policy and
to use all reasonable efforts to further its goals and spirit.
8· 2.'-\. lD
Date
4
ree r
OKLAHOMA WATER RESOURCES BOARD
AAlEEO ORGANIZATION
The Interim Executive Director exercises overall responsibility for equal employment
opportunity and affirmative action within the Oklahoma Water Resources Board; however, he
has designated JaNeal Beougher, Human Resources Director, to assist in the implementation and
monitoring of the agency's efforts in this area.
AA/EEO OFFICER AND COORDINATOR (Human Resources Director)
The AA/EEO Officer and Coordinator's duties and responsibilities shall include, but are not
necessarily limited to, the following:
a. Developing affirmative action programs, policy statements, plans and internal
communications.
b. Assisting in the identification of problem areas and effecting solutions to the
problems.
c. Reviewing and implementing auditing and reporting systems to:
I) Measure effectiveness of the agency program;
2) Indicate remedial action needed to correct deficiencies; and
3) Determine the degree to which the goals and objectives have been attained.
d. Serving as liaison between the Board and various state and federal compliance
agencIes.
e. Investigating cases and drafting recommendations for resolution of discrimination
complaints.
f. Identifying/resolving problem areas and establishing goals and objectives as
appropriate. .
g. Monitoring the Board's selection process to insure no discriminatory practices exist.
h. Serving as the agency's outreach and referral resource for minority organizations,
women's organizations, organizations for disabled and older persons and community
action groups concerned with employment opportunities for minorities, women,
disabled and older persons.
I. Consulting and advising supervisors, explaining requirements of EEO and
Affirmative Action including the Board's AA/EEO Plan.
J. Preparing periodic reports and data as requested by the Executive Director and the
Office of Personnel Management regarding the agency's AA/EEO Program.
k. Assisting the Grievance Manager, supervisory personnel and employees in arriving
at solutions to complaints.
GRIEVANCE MANAGER (Attorney, Office of the General Counsel)
The fair and impartial processing of discrimination complaints is an important aspect of any
effective AA/EEO Program. Aggrieved employees or qualified applicants for employment with
the Board who believe they have been discriminated against are encouraged to first consult the
appropriate Division Chief, then the Grievance Manager, whenever they seek a resolution to
their complaint. The Grievance Manager's duties and responsibilities shall include, but are not
necessarily limited to, the following:
5
a. Making inquiry into complaints or grievances brought to hislher attention and
conducting discussions with the parties involved in an effort to seek a solution to the
complaint on an informal basis.
b. Ensuring prompt resolution of employee grievances by the establishment of specific
time periods for each step of the process.
c. Conducting an impartial review of each grievance issue.
d. Providing information to ensure that employees be represented by a person of their
own choosing in the grievance process.
e. Providing information on the available rights to file complaints or appeals with
appropriate outside enforcement agencies, such as the Merit Protection Commission,
the Oklahoma Human Rights Commission and the Federal Equal Employment
Opportunity Commission.
DIVISION CHIEFS/SUPERVISORS
Managers and supervisors should understand their roles ,in the AA/EEO program. The
responsibilities of division chiefs and supervisors are listed below. They are also communicated
by other means, such as in the performance management process (PMP), and/or periodically
covered in training and regular management meetings. Responsibilities for managers and
supervisors include:
a. Assisting in the identification of problem areas and establishment of division
AAlEEO goals and objectives.
b. Monitoring training programs and hiring and promotion patterns to eliminate any
impediments to goal attainment.
c. Conducting career counseling with employees, with special attention given to
minorities, women, disabled and older workers to ensure they have full access to
opportunities for career progression, i.e., transfers, promotions, training, etc.
d. Scheduling regular meetings and training with supervisory staff and/or employees
to keep them abreast ofAAlEEO policy changes and program objectives.
e. Regular communication with staff to emphasize the agency's AAlEEO policies,
including the policy against harassment of employees.
EMPLOYEES
Every employee of the agency should know that they, too, have a responsibility to see that the
AA/EEO program is faithfully executed. To insure that fair and impartial treatment is
administered at all levels of the Board's affirmative action efforts, it will be every employee's
responsibility to:
a. Apply all laws, rules, regulations, policies and procedures fairly and impartially to all
persons, without regard to race, color, sex, age, national origin, physical or mental
handicap, religious affiliation or political opinion or affiliation.
b. Exhibit an attitude of respect, courtesy and cooperation toward supervisors, fellow
employees and the public.
c. Aid supervisors in carrying out their responsibilities with regard to the Board's
AAlEEO program.
6
d. Be familiar with the Board's Affirmative Action Plan and make a good faith effort to
complete their assigned responsibilities identified in the Plan.
POLICY AND PLAN DISSEMINATION
Once approved by OPM, the agency's ANEEO plan will be made available for employees to
review in an electronic format on the "allcshare" computer drive. Each new employee will
receive a copy ofthe agency's ANEEO Policy Statement and Policy Against Sexual Harassment
along with directions to the agency's ANEEO plan on the all-share drive.
The ANEEO Policy will be posted on the official agency bulletin boards of each office in the
agency. In addition, newly appointed first-line supervisors will be made aware of their
responsibilities regarding the agency ANEEO program as soon as possible upon assumption of
their duties. Newly assigned employees will also be briefed on the ANEEO policy and their
responsibilities in the ANEEO program.
External communication of the agency AA/EEO policy is equally important. Overall success of
the program depends on the support of individuals, institutions and other organizations in the
community, especially those within the immediate labor area that are likely to be resources for
applicant referrals. A personal letter from the appointing authority accompanies copies of the
approved OWRB AA/EEO Plan to various individuals, institutions, and organizations in our
area. These include the following:
Minority Student Program
University of Oklahoma
Norman, OK 73069
Minority Student Progran1
Oklahoma State University
Stillwater, OK 74074
Minority Student Program
University of Central Oklahoma
Edmond, OK 73034
Urban League of Greater Oklahoma City, Inc.
3017 N. Martin Luther King, Jr. Avenue
OKC, OK 73111
Urban League of Greater Tulsa, Inc.
240 E. Apache,
Tulsa, OK 74106
Moore-Norman Vo-Tech
4701 NW 12'h
Norman, OK 73079
7
Cheyenne-Arapaho Tribes of Oklahoma, Business Committee,
Concho, OK 73022
Governor's Committee, Jobs for Vets
1713 South 14th Street
McAlester, OK 74106
Chad Smith, Principal Chief, and Joe Grayson, Jr., Deputy Principal Chief
Cherokee Nation
P.O. Box 948
Tahlequah 74465-0948
Bill Anoatubby, Governor, Chickasaw Nation of Oklahoma
P.O. Box 1548
Ada, OK 74820
Greg Pyle, Principal Chief, Choctaw Nation of Oklahoma
P. O. Drawer 1210
Durant, OK 74701
In addition, the AAlEEO Plan will be made available to the general public by making hard
copies available upon request and by posting the plan on the OWRB website:
www.owTb.ok.gov.
8
EVALUAnON OF PREVIOUS YEARS' AAJEEO EFFORTS
The goals and objectives stated in the FY-2010 ANEEO Plan for the OWRB were placed on an
"on-going" timetable in order to indicate a constant and continuing effort on the part of
Executive Director and management to diversify the workforce of the OWRB to better reflect the
available workforce in the labor market.
With regards to hiring, the first goal was to increase representation of all minority groups and
increase the utilization of women in job levels above administrative/clerical support. Of the five
(5) new hires during FY-2010, the agency hired one (I) black male in the Professional job group.
Also, while not counting as a "hire" for the purposes of the AA/EEO Plan, we contracted with an
Hispanic female in the Carl Albert Executive Fellow program in the Professional job group with
the intention of making this a permanent hire at the end of the contract period. This would
indicate that the agency must continue to advertise and announce positions in such a way as to
attract a diverse applicant pool from which 10 select new hires. The agency has been proactive in
its efforts to meet the AAlEEO goals and objectives established, and will continue to seek
meetings with department heads and professors of minority colleges and universities in order to
better market the OWRB as a viable career path for new graduates in the fields of biology,
environmental science, meteorology, geology, and environmental engineering. Also, every
effort will be made to hire minority applicants to summer temporary field positions .in order to
develop an additional pool of potential pennanent hires.
Even though the agency did not meet all of its hiring goals, the agency did make small headway
in the area of promotions. Of the three (3) promotions during FY-I0, one (I) was a minority (I
Black), and two (2) were females. The agency will continue to consider all employees eligible
for promotions during FY-11 and will prioritize EEOIAA efforts as decisions are made and as
current budgetary constraints allow.
The goals of "program understanding and support" and "upward mobility" opportunities have
been met insofar as acceptance and adherence to the AA/EEO policy is concerned. However,
these goals do not, in and of themselves, advance the overall objectives ofthe agency's AAlEEO
plan when there remain underutilized positions for females and total minorities within 2 of the 5
EEO categories listed for the OWRB. Therefore, the FY-2011 Goals and Objectives will again
seek to address the underutilization of minorities and females that continues to be a high priority
for the OWRB.
9
OWRB FY-2011 GOALS AND OBJECTIVES
I. RECRUITMENT
Objective: To increase the number of minority applicants
Specific Action Steps Responsible Person(s)
Meet with Dept. Heads and AA/EEO Officer/Coordinator
Professors of minority Universities
to better market the OWRB
Utilize resources of OPM Equal AAlEEO Officer/Coordinator
Opportunity & Workforce Diversity
and Applicant Services Units
Utilize OPM's CAPIP to recruit AA/EEO Officer/Coordinator
qualified minority applicants
into professional job families
Increase minority applicant pool AAlEEO Officer /Coordinator
through temp progranl
2. HIRING
Target Date
Fall/Spring Semesters
Ongoing
Ongoing
Ongoing
Objective: To increase the representation of underutilized minority groups and to
increase the utilization of women on job levels above administrative/clerical support.
Specific Action Steps
Utilize structured interview
process to ensure bias is not
factored into the ratings
Coach/mentor minorities & female
employees for professional career
track within agency structure
Responsible Person(s)
Division Chiefs/Section Heads/
Supervisors
Division Chiefs/Section Heads/
Supervisors
10
Target Date
Ongoing
Ongoing
OKLAHOMA WATER RESOURCES BOARD
EMPLOYEE GRIEVANCE PROCEDURE
PURPOSE:
The Oklahoma Water Resources Board acknowledges that employees, by virtue of their state
employment, have been granted certain rights, privileges, and considerations that cannot be
arbitrarily or capriciously administered. The OWRB has adopted the Internal Agency Grievance
Resolution Procedures to ensure that employees have access to a formalized procedure that is
consistent with the Oklahoma Personnel Act and Rules of the Oklahoma Merit Protection
Commission (455:10-19-1 et seq.) and affords them the opportunity to resolve grievances
concerning the administration of such rights.
POLICY:
It is the policy of the OWRB that all permanent classified and regular unclassified employees be
given every opportunity, through established steps and procedures, to resolve complaints or
grievances in a timely manner that they believe adversely affect their employment or working
conditions.
It is also the policy that every effort be made to settle complaints or grievances as quickly as
possible. Direct contact on a one-on-one basis between supervisor and employee has always
been a policy of the 0 WRB and thus, the grievance procedure is not intended, nor will it be
allowed to become, a barrier to the supervisor/employee relationship.
Employees should submit only grievances made in good faith, expressed in reasonable terms.
These should contain causes for the grievance, corrective action desired, and sufficient
information and/or documentation, if available, upon which to base these decisions.
In adopting the Intemal Agency Grievance Resolution Procedure, the OWRB embraces the
policy that, when utilized in good faith by any employee who believes he or she has been
unjustly denied any guaranteed rights, the employee shall not be disciplined or otherwise
prejudiced in his or her employment for utilizing the procedure outlined in this document.
The gravity of the grievance procedure should not be taken lightly by anyone involved. The
decision to file a formal grievance in writing, as well as to defend one's actions against a
grievance, is a very serious matter. Therefore, the ultimate decision to proceed with the
grievance is a burden that rests squarely on the shoulders of those parties involved.
The MPC's Alternative Dispute Resolution procedure is encouraged where applicable.
OPERATING GUIDELINES:
Operating guidelines including respective steps of the grievance procedure are contained in State
Merit Rules for Employment, Subchapter 19, "Internal Agency Grievance Resolution
II
Procedure," from 455:10-19-2 through 455:10-19-64. These rules comprise MPC's Internal
Agency Grievance Resolution Procedure.
RECORD KEEPING REQUIREMENTS:
At the time an employee originates a Formal Grievance Form, a file will be established and
maintained by the EEO Coordinator so that copies of all written material related to the formal
grievance are preserved.
GRIEVANCES CHARGING DISCRIMINATION:
In accordance with State Merit Rules, special procedures have been designed to handle
Grievances Charging Discrimination, including sexual harassment. These procedures must agree
with state and federal laws regarding discrimination.
The same deadline for filing (and the 45 day ending time) that applies to other grievances will
apply to grievances about discrimination; however, these procedures allow an employee to file a
formal written grievance directly with the ANEEQ Qfficer, bypassing the informal discussion
step of the Internal Agency Grievance Resolution Procedure. The ANEEQ Qfficer will take
appropriate steps to resolve this type of complaint immediately. The steps and procedures that
apply to other grievances are omitted to be sure alleged violations are investigated promptly and
properly.
All alleged violations involving discrimination because of political or religious opmlOns or
affiliations, race, creed, gender, color, age, national origin or handicapped status will be
investigated to the fullest extent. Alleged violations stemming from discrimination and/or
harassment may also be reported to the Oklahoma Merit Protection Commission or other state
and federal agencies handling such complaints.
12
STATISTICAL ANALYSIS OF OWRB WORK FORCE
A. JOB GROUP ANALYSIS
To determine the utilization of minorities and females, all agency assigned job titles, including
managerial, are combined into "job groups". This grouping of job titles is the basis for
determining availability, identifying under-utilization, and establishing goals and timetables.
A job group is defined as one or more job titles having similar work content, advancement
opportunities, and pay rate. Ajob group may also be considered ajob family.
"Work content" refers to a job's responsibilities and related skills necessary to perform the job.
Jobs requiring significantly different entry-level qualifications should not be grouped together.
"Advancement opportunities" refers to jobs which have similar advancement opportunities.
"Dead end" jobs which offer little opportunity for advancement should not be grouped with jobs
that offer clear advancement opportunities.
"Rate of Pay," should be the least important factor in determining job groupings. However, as a
general practice, salaries ofjob titles within a job group should not vary greatly.
OWRB job groups include: "Officials/Administrators," "Professional," "Technician,"
"Para- professional" and "Office/Clerical."
I3
JOB GROUP ANALYSIS
Agency Name and Code Oklahoma Water Resources Board (835)
EEO Category: Official 1Administrator
Date: As of June 30. 2010
Job Group: _
Male Female
salary or Pay
Band Job Familv Title Total Emp. Total Male White Black Hisp, AS/PI AllAN Total female White Black Hisp. AS/PI AUAN Total Min.
$92,655 Executive Director 1 1 1 0 0
$90,000 General Counsel 1 1 1 0 0
$87,000-
$89,000 Division Chiefs 4 3 2 1 1 1 1
$80,000 Director of Water Planning 1 1 1 0 0
$70,000 Agency Administrator 1 0 1 1 0
Q Financial Mgr/Comptroller 1 0 1 1 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
. 0 0 0 0
0 0 0 0
Total for Job Group (number): 9 6 5 0 0 0 1 3 3 0 0 0 0 1
Total for Job Group (percent): 67% 56% 0% 0% 0% 11% 33% 33% 0% 0% 0% 0% 11%
OPM-AAlEEO-3 (06/07/2010)
13-A
JOB GROUP ANALYSIS
Agency Name and Code Oklahoma Water Resources Board (835)
EEO Category: -----:P...:r.::of:.:e::::s:::si.::o"'na::ls=--- _
Date: As of June 30, 2010
Job Group: _
Male Female
Salary or Pay
Band Job Familv Title Total Emp. Total Male White Black Hisp. AS/PI MAN Total Female White Black Hisp. AS/PI Al/AN Total Min.
$70,000 -
$80,000 Assistant Division Chiefs 3 1 1 2 2 0
$70,000 -
$73,211 Attorney IV 2 1 1 1 1 0
$55,650 Attorney II 1 a 1 1 a
$30,100 -
$88,600 Environmental Specialist II 15 11 10 1 4 4 1
P Environmental Program Mgr. III 5 5 3 2 0 2
0 Environmental Program Mgr. II 1 1 1 0 0
0 Engineering Mgr. I 1 1 1 0 1
N Professional Engineer II 1 1 1 0 1
M Financiai Loan Analyst IV 1 a 1 1 1
M Administrative Programs Officer III 1 0 1 1 0
M Public information Mgr. II 1 0 1 1 0
M Professional Engineer I 1 1 1 0 0
L Environmental Program Specialist IV 8 4 4 4 4 0
L Engineer Intern IV 2 2 2 0 2
L Accountant IV 1 0 1 1 0
K Accountant III 1 0 1 1 0
K Financial Loan Analyst III 1 0 1 1 0
13-B
K Environmental Program Specialist III 11 9 9 2 1 1 1
J Financial Loan Analyst II 1 1 1 a a
0 a a a
I Financial Loan Analyst I 1 1 1 a a
I Public Information Officer I 1 1 1 a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
Total for Job Group (number): 60 40 33 1 0 3 3 20 18 2 0 0 0 9
Total for Job Group (percent): 67% 55% 2% 0% 5% 5% 33% 30% 3% 0% 0% 0% 15%
OPM-AA1EEO-3 (06/07/2010)
13-C
JOB GROUP ANALYSIS
Agency Name and Code Oklahoma Water Resources Board (835)
EEO Category: Technicians ----------------------
Date: As of June 30, 2010
Job Group: _
Male Female
Salary or Pay
Band Job Familv Title Total Emp. Total Male White Black Hisp. AS/PI AUAN Total Female White Black Hisp. AS/PI MAN Total Min.
N IS Planning Specialist III 1 1 1 0 0
N IS Operating System Specialist IV 1 1 1 0 0
M IS Data Management Analyst III 1 1 1 0 0
K IS Operating System Specialist I 1 1 1 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
Total for Job Group (number): 4 4 4 0 0 0 0 0 0 0 0 0 0 0
Total for Job Group (percent): 100% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
OPM-AA1EEO-3 (06/07/2010)
13-D
JOB GROUP ANALYSIS
Agency Name and Code Oklahoma Water Resources Board (835)
EEO Category: Paraprofessionals
Date: As of June 30, 2010
Job Group: _
Male Female
Salary or Pay
Band Job Family Title Total Emp. Total Male White Black His!>. AS/PI AUAN Total Female White Black Hisp. AS/PI MAN Total Min.
J Administrative Programs Officer I 3 1 1 2 1 1 1
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
. 0 0 0 0
0 0 0 0
0 0 0 0
Total for Job Group (number): 3 1 1 0 0 0 0 2 1 0 0 0 1 1
Total for Job Group (percent): 33% 33% 0% 0% 0% 0% 67% 33% 0% 0% 0% 33% 33%
OPM-AA1EEO-3 (06/07/2010)
13-E
JOB GROUP ANALYSIS
Agency Name and Code Oklahoma Water Resources Board (835)
EEO Category: Administrative Support
Date: As of June 30, 2010
Job Group: _
Male Female
Salary or Pay
Band Job Family Title Total Emp. Total Male White Black Hisp. AS/PI AllAN Total Female White Black Hisp. AS/PI AllAN Total Min.
$47,904 -
$57,000 Secretary to the Director 2 0 2 2 0
J Secretary V 1 0 1 1 1
I Administrative Assistant II 3 1 1 2 2 0
H Administrative Assistant I 1 0 1 1 0
H Legal Secretary II 1 0 1 1 1
H Secretary III 1 0 1 1 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
Total for Job Group (number): 9 1 1 0 0 0 0 8 6 1 0 1 0 2
Total for Job Group (percent): 11% 11% 0% 0% 0% 0% 89% 67% 11% 0% 11% 0% 22%
OPM-AA1EEO-3 (06/07/2010)
13-F
B. AVAILABILITY ANALYSIS
For EEO/AA purposes, availability is defined as the percentage of minorities or females in the
relevant recruitment area who have the skills necessary for entry into a specific job group or,
who are capable of acquiring such skills. The purpose of the availability analysis is to determine
the number of persons by race/ethnicity and sex that is available for employment within each of
the job groups. The availability analysis provides the basis for determining whether or not
minorities and women are underutilized in the work force and the degree of significance of any
such under-utilization.
The availability analysis involves three major steps: (I) determining the sources providing
employees to job groups; (2) calculating the number of persons available by race/ethnicity and
sex from each source; and (3) detelmining the relative number of employees provided by each
source.
In preparing the OWRB AA/EEO Plan, the "Factor Analysis Method" was used. A majority of
OWRB vacancies over the past several years have been filled from outside the agency; however,
within the past few years, the agency has sought to fill more career progression positions and
promotions from within. Our recruitment efforts to fill positions have been "local" in scope, so
we chose to apply Factor I, "Percentage of Minorities or Females with the Requisite Skills in the
Reasonable Recruitment Area," for all job groups, and Factor 2, "Percentage of Minorities or
Females Promotable, Transferable, and Trainable within the Agency's Organization" for the
applicable job groups. The information on availability of race/ethnicity and females was derived
from the U. S. Census Bureau, Census 2000 Civilian Labor Force Special tabulation
(http://ww.census.govlprodlcen2000/doclsDchap8.pdf) and the current Job Group Analysis
provided in the AA/EEO Plan. 1
I
Office of Personnel Management, "Manual for Affirmative Action Plans in State Government,"
Revised July 2009, pgs. 22-23
14
Agency Name and Code: Oklahoma Water Resources Board (835)
Availability Analysis
June 30, 2010
(dale)
EEO Category: Official I Administrator
Factors
Percentage of minorities or females
having requisite skills in the area
1. which the agency can reasonably
recruit.
Percentage of minorities or females
2 promotable, transferable, and
. trainable within the agency's
organization.
3. Other relevant factors
Job Group:
Raw Availabilitv % Weighted Availability *
Total Weight Total I Source of Statistics
Black I Hisp As/PI AllAN Min Fem Factor Black Hisp Asl?l AllAN Min Fem
3.601 2.30 1.00 1.00 3.60 2.30 1.00 15.10 37.60
2000 Oklahoma
4.90 15.10 37.60 4.90 Census Data
Total
Final Availability
1.00 3.60
3.6%
2.30
2.3%
100
1.0%
4.901 15.10
4.9%1 15.1%
OPM-AAlEEO-4 (06/07/2010) * (Raw Availability % X Weight Factor = Weighted Availability)
14-A
Agency Name and Code: Oklahoma Water Resources Board (835)
Availability Analysis
June 30, 2010
(date)
EEO Category: Professionals
Factors
Percentage of minorities or females
1 having requisite skills in the area
. which the agency can reasonably
recruit.
Percentage of minorities or females
2 promotable, transferable, and
. trainable within the agency's
organization.
3. Other relevant factors
Job Group:
Raw Availability % Weighted Availability *
Total Weight Total I Source of Statistics
Black I Hisp As/PI AllAN Min Fem Factor Black Hisp As/PI AI/AN Min Fem
6.001 2.40 340 2.60 17.10 52.80 1.00 6.00 240 340 2.60 17.10 52.80
2000 OKC MSA
Census Data
Total
Final Availability
1.00 6.00
6.0%
2.40
2.4%
3.40
3.IWlI
2.601 17.101 52.80
2.6%1 17.1%
OPM-AAlEEO-4 (06/07/2010) * (Raw Availability % X Weight Factor = Weighted Availability)
14-B
Agency Name and Code: Oklahoma Water Resources Board (835)
Availability Analysis
June 30, 2010
(dale)
EEO Category: Technicians
Factors
Percentage of minorities or females
1 having requisite skills in the area
. which the agency can reasonably
recruit.
Percentage of minorities or females
2 promotable, transferable, and
. trainable within the agency's
organization.
3. Other relevant factors
Job Group:
Raw Availability % Weighted Availability *
Total Weight
Blackj Hisp
Total I Source of Statistics
Black I Hisp I As/PI I AI/AN I Min Fem Factor As/PI AI/AN Min Fem
10.201 2.601 2.501 3.501 21.601 55.501 1.001 10.201 2.60 2.50 3.50 21.60 55.50
2000 OKC MSA
Census Data
* (Raw Availability %X Weight Factor = Weighted Availability)
Total
Final Availability
OPM-AAlEE04 (06t07/2010)
14-C
1.001 10.20
10.2%
2.60
2.6%
2.50
2.5%
3.501 21.60
3.5%1 21.6%
Agency Name and Code: Oklahoma Water Resources Board (835)
Availability Analysis
June 30, 2010
(date)
EEO Category: Paraprofessionals
Factors
Percentage of minorities or females
1 having requisite skills in the area
. which the agency can reasonably
recruit.
Percentage of minorities or females
2 promotable, transferable, and
. trainable Within the agency's
organization.
3. Other relevant factors
Job Group:
Raw Availabilitv % Weighted Availability *
Total Weight Total I Source of Statistics
Black I Hisp AsfPI AllAN Min Fern Factor Black Hisp AslPI AllAN Min Fern
10.201 2.60 2.50 3.50 21.60 55.50 1.00 10.20 2.60 2.50 3.50 21.60 55.50
2000 OKC MSA
Census Data
Total
Final Availability
1.001 10.20
10.2%
2.60
2.6%
2.50
2.5%
3.501 21.601 55.50
3.5%1 21.6%
OPM-AAlEEO-4 (06/07t2010) * (Raw Availability % X Weight Factor = Weighted Availability)
14-D
Agency Name and Code: Oklahoma Water Resources Board (835)
Availability Analysis
June 30, 2010
(date)
EEO Category: Administrative Support
Factors
Percentage of minorities or females
1 having requisite skills in the area
. which the agency can reasonably
recruit.
Percentage of minorities or females
2 promotable, transferable, and
. trainable within the agency's
organization.
3. Other relevant factors
Job Group:
Raw Availabilitv % Weighted Availabilitv •
Total Weight Total I Source of Statistics
Black I Hisp As/PI AI/AN Min Fern Factor Black Hisp As/PI AI/AN Min Fern
9.701 3.50 1.50 3.80 21.90 68.70 1.00 9.70 3.50 1.50 3.80 21.90 68.70
2000 OKC MSA
Census Data
Total
Final Availability
1.00 9.70
9.7%
3.50
3.5%
1.50
1.5%
3.801 21.901 68.70
3.8%1 21.9%1 68.7%
OPM-AAlEEO-4 (06/07/2010) * (Raw Availability %X Weight Factor = Weighted Availability)
14-E
C. UTILIZATION ANALYSIS
One of the final steps in preparing the statistical portion of the affirmative action plan is
compilation of the "utilization analysis." The utilization analysis is a comparison of the estimated
availability percentages calculated in the availability analysis to the actual employment
percentages reflected in the job group analysis. This analysis serves as the basis for setting
minimum goals and establishing timetables. For example, if the representation of females among
incumbents in a particular job group is far enough below the corresponding estimated
availability, females should be declared underutilized in that job group and a goal set for the
hiring or promotion of females into that job group. The same goal establishment procedure
applies to each minority group found to be under represented.
"Underutilized" is defined as having fewer minorities or women in a particular job group than
would reasonably be expected by their availability. No method has been universally prescribed
for determining when "under-utilization" should be declared. The best guidance seems to be that
there should be some statistical significance in the difference between "reasonably expected"
utilization (availability X incumbents) and actual utilization.
The OWRB AAlEEO Plan utilized the "80 Percent" method, which declares underutilization to
exist if the females or minorities in a job group are less than 80% of their availability or if the
number of females or minorities in a job group is zero. I
The utilization analysis of the OWRB work force on the following page is used to compare the
actual employment of minorities and women (from the Job Group Analysis) with their relative
availability (Availability Analysis) in the applicable job groups. Where the utilization is less than
availability and the agency's significance test is satisfied (the 80% rule), under-utilization is
declared, along with goals stated as a percentage of the available workforce in order to reach full
utilization of that population.
'Office of Personnel Management, "Manual for Affirmative Action Plans in Oklahoma State
Government," Revised July 2009, p. 28.
15
Agency Name and Code:
Utilization Analysis' and Annual Placement Goals
Oklahoma Water Resources Board (835) June 30.2010
Date
Job
Group
Total Black
Incumbents
Hiso. I ASIPI 1 AllAN Fern.
Total
Min I%Avail
Black
% in Under
Cat Ulil Goal I%Avail
Hispanic
% in IUnder
Cat Utll Goal
Utilization*
Asian/Pacific Islander I American IndianiAN
%inl~er
%Availl Cat um I Goal 1% Availl Cal I Util I Goal
TOlal Minoriites
% in IUnder
% Avail I Cat Ulil Goal 1% Avail
female
% in Under
Cal Ulil Goal
Official f
Administrator
Professionals
9
60 o 20
3.6%1 0.0%1 Y
6.0%1 5.0%1 N
3.6%
o
2.3%1 0.0%1 Y
2.4%1 0.0%1 Y
2,3%
2.4%
1.0%1 00%1 Y
3.4%1 5.0%1 N
1.0% 4.9%1 11.1%1 N
2,6%1 5.0",1,1 N
o
o
15.1%1 11.1%1 Y
17.1%1 15.0%1 N
15.1% I 37.6%1 33,3%1 N
52.8%1 33.3%1 Y I 52.8%
Technicians
4 o o o o o 10,2%1 0.0%1 Y 110.2% I 2.6%1 0.0%1 Y 2.6% 2.5%1 0.0%1 Y 2.5% 3.5%1 0.0%1 Y 3.5% I 21.6%1 0.0%1 Y I 21.6% I 55.5%1 0.0",1,1 Y 1 55.5%
Protective
Services 0.0%1 IIDIVIOtl ##### 1IIDIVIOlI o.o%I/lDIVlo'l ##### 1/lDIVlOII 0.0%1 /lDIVIO! 1#####1 /lOIVlOll 0.0%1 #OIV/O! 1##### 1#OIVIOil 0.0%1 IIDIVlO!1#####1 IIDIVlO!1 0.0%1 IIDIVIOII #####1#DIVIO!
Paraprofessionals
3 10.2%1 0.0%1 Y 10.2% I 2.6%1 00%1 Y 26% 25%1 0.0%1 Y 25% 3.5%1 33.3%1 N 21.6%1 33.3%1 N 55.5%1 66.7%1 N o
Administrative
Support
Skilled Craft
Workers
Service
Maintenance
9 o
o
o
o
o
o
o
o
9.7%1 11.1%1 N I 0
O.O%I#DIV/O! I #####1#DIVIOI
0.0%1 #DIV/O! I #####1 #DIVIOI
3.5%1 0.0%1 Y I 3,5%
0.0%1 IIOIVlO! I ##### I IIOIV/O!
0.0%1 IIDIVlO! I ##### I IIDIVIO!
1.5%1 11,1%1 N I 0
om~1 IIDIVIOl I ##### I IIDIV/OI
O.O%I#DIVIO! I ##### I IIDIV/O!
3.8%1 0.0%1 Y I 3,8%
0.0%1 IIDIVIOI I ##### I 1I0lVI01
O.O"A.I#DIVloll #####!#OIV/O!
21.9%1 22.2%1 N I 0
0.0%1 #DIV/OI I ##### I #DIV/O!
0.0%1 IIDIVIOII ##### I IIDIVlO!
68,7%1 88.9%1 N I 0
0.0%1 #DIV/OII ####II- I #DIV/OI
0.0%1 IIDIVIO! 1####It- I IIDIVIOI
OPM·AAfEEO-5
(06/07/2010) ~ Significance Test: 80% Method
15-A
E. PRESENT STAFFING REPORT
The Present Staffing Report on the following page reflects the distribution and composition of
the agency's work force in five EEO categories. This data provides a "snapshot" of the total
number of employees agency-wide by race/ethnicity, and sex for each of the applicable EEO
categories. The information in this table is used by OPM to compile the statistics for the State of
Oklahoma in its annual EEOIAA Statistical Report.
16
Agency Name and Code: Oklahoma Water Resources Board (835)
PRESENT STAFFING
EEO Coordinator: JaNea! Beougher As of: June 30, 2010
~<""""«' I'JJI @ "",,'" ~", TII[J
TOTEMP WHITE BLACK HISP AS/PI AllAN
TOT
Job Categories WHITE BLACK HISP AS/PI AI/AN TOTFEM TOT MIN
MALE
Officiaif Admin 9 5 0 0 0 1 6 3 0 0 0 0 3 1
% Represented 55.6 0.0 0.0 0.0 11.1 66.7 33.3 0.0 0.0 0.0 0.0 33.3 11.1
%CLF 53.9 1.8 1.3 0.7 2.7 62.4 31.0 1.8 1.0 0.3 2.2 37.6 15.1
Professionals 60 33 1 0 3 3 40 18 2 0 0 0 20 9
% Represented 55.0 1.7 0.0 5.0 5.0 66.7 30.0 3.3 0.0 0.0 0.0 33.3 15.0
%CLF 37.3 1.8 0.9 1.3 1.8 44.4 45.5 2.9 1.1 0.9 3.3 55.6 17.2
Technicians 4 4 0 0 0 0 4 0 0 0 0 0 0 0
% Represented 100.0 0.0 0.0 0.0 0.0 100.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0
%CLF 32.4 2.2 1.2 0.6 2.5 40.3 45.7 4.9 1.0 0.7 5.1 59.7 21.9
Protective Services 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% Represented #DIV/Ol #DIV/Ol #DIV/O! #DIV/OI #D1V/OI #DIV/O! #OIV/OI #DIV/OI #DIV/OI #DIV/O! #DIV/OI #DIV/O! #DIV/O!
%CLF 66.2 4.5 1.7 0.3 7.1 83.3 12.2 1.8 0.5 0.2 1.3 16.7 21.6
Paraprofessionals 3 1 0 0 0 0 1 1 0 0 0 1 2 1
% Represented 33.3 0.0 0.0 0.0 0.0 33.3 33.3 0.0 0.0 0.0 33.3 66.7 33.3
%CLF 32.4 2.2 1.2 0.6 2.5 40.3 45.7 4.9 1.0 0.7 5.1 59.7 21.9
Admin Support 9 1 0 0 0 0 1 6 1 0 1 0 8 2
% Represented 11.1 0.0 0.0 0.0 0.0 11.1 66.7 11.1 0.0 11.1 0.0 88.9 22.2
%CLF 23.5 2.1 0.9 0.3 1.7 29.9 55.3 5.0 2.0 0.6 4.6 70.1 21.2
Skilled Craft Workers 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% Represented #DIV/Ol #DIV/Ol #DIV/Ol #DIV/O! #DIV/OI #DIV/Ol #DIV/OI #DIV/OI #DIV/OI #DIV/O! #DIV/O! #DIV/OI #DIV/OI
%CLF 73.3 3.4 5.3 0.5 7.0 93.5 4.8 0.4 0.3 0.2 0.5 6.5 21.9
Service Maintenance 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% Represented #DIV/O! #DIV/O! #DIV/OI #DIV/OI #DIV/OI #DIV/OI #DIV/O! #DIV/O! #DIV/O! #DIV/OI #DIV/OI #DIV/OI #DIV/Ol
%CLF 40.5 4.8 5.2 0.8 4.8 58.5 28.4 4.1 2.6 0.9 3.7 41.5 31.1
TOTALS 85 44 1 0 3 4 52 28 3 0 1 1 33 13
% Represented 51.8 1.2 0.0 3.5 4.7 61.2 32.9 3.5 0.0 1.2 1.2 38.8 15.3
%CLF 41.7 3.0 2.8 0.7 3.5 53.8 35.4 3.4 1.7 0.6 3.3 46.2 22.9
OPM-AA1EEO-=6
(06/07/2010)
IG-A
F. PERSONNEL TRANSACTIONS REPORT
This report provides an agency-wide summary of the progress made toward achieving the
established affil11lative action plan goals for the repolting period. It compares the total number
of employees at the begiIDling and end of the reporting period, and the total number of completed
persoIDlet transactions. This data will be used as input for the State of Oklahoma AIDlual
EEOIAA Statistical Report.
17
Personnel Transactions Report
Agency Name and Code: Oklahoma Water Resources Board (835) Date: ·_!.tme 30,2010
Minorit
Summary Total Total
White Black Hisp AS/PI AI/AN Min Male Female
# 90 74 5 0 5 6 16 54 36
1. Employees at Beginning of Period (7-01-09)
% I"'{) 82% 6% 0% 6% 7% 18% 60% 40%
# 85 72 4 0 4 5 13 52 33
2. Employees at End of Period (6-30-10)
% liT·••••••••••• 85% 5% 0% 5% 6% 15% 61% 39%
3. Net Increase (decrease) -5 -2 -1 0 -1 -1 -3 -2 -3
4. Personnel Transaction: f I ...... )))~
<'''''''''
Actual 5 4 1 0 0 0 1 5 0
(A) New Hires
Goal - 2 - 2
Actual 3 2 1 1 1 2
(B) Promotions
Goal_ ......... .... { I·•••••••••••••••••••• ~\1<
(C) Demotions 0 0
(D) Separations 10 6 2 1 1 4 7 3
OPM-AAlEEO-8 (06/07/2010)
17-A
G. EVALUAnON OF PREVIOUS EEO EFFORTS (New Hires)
This report provides an agency-wide summary of the total number of employees hired over the
past three (3) years.
As indicated in the report, there were ten (10) separations from the agency in FY-10 and only
five (5) new hires to replace critical positions. As we move forward in FY-ll under the current
budget constraints, positions deemed critical to the mission of the agency will be filled and Oli'
recruiting efforts will continue as we seek improvements in those areas currently underutilized.
18
Evaluation of Previous EEO Efforts
(NEW HIRES)
Agency Name and Code: Ok/ahoma Water Resources Board (835) As Of: June 30, 2010
Total
New Total
Hires White Black Hisp AS/PI AllAN Min Male Female
Summary
1. New Hires FY 2008 Number 6 3 1 2 3 5 1
2. New Hires FY 2009 Number 4 3 1 1 2 2
3. New Hires FY 2010 Number 5 4 1 0 0 0 1 5 0
Total Number for Three Year Period 15 10 2 0 1 2 5 12 3
Total Percent for Three Year Period Percent 100% 67% 13% 0% 7% 13% 33% 80% 20%
Total Percent for Current Year % 80% 20% 0% 0% 0% 20% 100% 0%
NEW HIRES FOR CURRENT REPORTING YEAR ONLY
Total
New Total Total Total
EEO Categories Hires White Black Hisp AS/PI AllAN Male White Black Hisp AS/PI AllAN Fem Min
Official/Administrator 1 1 1 0 0
Professionals 4 3 1 4 0 1
Technicians 0 0 0 0
Protective Services 0 0 0 0
Paraprofessionals 0 0 0 0
Administrative Support a 0 0 0
Skilled Craft 0 0 0 0
Service Maintenance a 0 0 0
TOTALS 5 4 1 0 0 0 5 a 0 0 0 0 0 1
OPM·AAlEEO·1
(0610712010)
18-A
REVIEW OF JOB GROUPS WHERE GOALS WERE NOT ATTAINED AND
IDENTIFICATION OF ANY PROBLEM AREAS
The following section serves as a supplement to the Personnel Transactions Report and to assess
the EEO/AA goals established for each job group; reasons for the failure to meet any of those
goals; and proposed corrective measures to be implemented for the coming fiscal year.
19
Agency Name: Oklahoma Water Resources Board
Date: June 30, 2010
Job Group: Officials/Administrators
Goal Description:
There were no vacancies or goals projected for FY-]O in this job group; however, there were
three (3) separations that occurred: One (I) Native American Female and one (I) White Male
transferred to the ODEQ; and one (I) White Male retired.
Good Faith Efforts:
As indicated, the agency will continue to make good faith efforts to hire/promote eligible
minority/female applicants to fill vacancies in this job group as they occur.
Reason(s) Goal Not Met:
No goals were set for this job group; no vacancies were expected.
Proposed Corrective Measures:
As vacancies occur, we will continue to seek qualified minority and female applicants using all
available resources and tools to meet the percentage goal for "Total Minorities" (15.1 %) in the
Utilization Analysis and Annual Placement Goals report. At the present time, no goal is
indicated as necessary for "Females" in this job group.
20
Agency Name: Oklahoma Water Resources Board
Date: June 30, 2010
Job Group: Professioual
Goal Description:
There were no vacancies projected and the goal for FY-10 was to hire one (I) new Hispanic
female employee. In actuality, there were five (5) separations: One (I) Black Female and one
(I) White Male retired; and one (I) Black Male, one (I) Asian Male, and one (I) White Female
resigned. We also hired five (5) new employees: four (4) White Males and one (I) Black Male
in this job group.
Good Faith Efforts:
Good faith efforts will continue in the hiring/promoting of minorities and women as vacancies
occur within this job group. We have also contracted with the Carl Albert Executive Fellow
program and have one (I) Hispanic Female working under that contract that will become eligible
for pennanent placement in FY-II.
Reason(s) Goal Not Met:
The goal established for FY-10 was only partially met through the Carl Albert Executive Fellow
Program, since that person cannot be counted in this report until such time as she becomes a full­time
regular employee during FY-II.
Proposed Corrective Measures:
Continue to seek qualified minority and female applicants using all available resources and tools
to meet the percentage goals for "Females" (52.8%) as indicated in the Utilization Analysis and
Annual Placement Goals report. At the present time, no goal is indicated as necessary for "Total
Minorities" in this job group; however, the Hispanic minority group is still underutilized. We
shall be correcting this situation in FY-11, as noted above, which will also accomplish the goal
indicated for "Females."
21
Agency Name: Oklahoma Water Resources Board
Date: June 30, 2010
Job Group: Para-Professional
Goal Description:
There were no vacancies or goals projected for FY-IO in this job group; however, there was one
(1) separation that occurred: One (1) White Male resigned.
Good Faith Efforts:
As indicated, the agency will continue to make good faith efforts to hire/promote eligible
minority/female applicants to fill vacancies in this job group as they occur.
Reason(s) Goal Not Met:
No goals were set for this job group; no vacancies were expected.
Proposed Corrective Measures:
As vacancies occur, we will continue to seek qualified minority and female applicants using all
available resources and tools to meet the percentage goals for Black (10.2%), Hispanic (2.6%),
and AsianlPacific Islander (2.5%) minorities, even though there is no percentage goal indicated
as necessary for "Total Minorities" or "Females."
22
Agency Name: Oklahoma Water Resources Board
Date: June 30, 2010
Job Group: Technician
Goal Description:
There were no vacancies or goals projected for FY-lOin this job group; however, one (l) Native
American Male did resign during FY-10.
Good Faith Efforts:
As indicated, the agency will continue to make good faith efforts to hire/promote eligible
minority/female applicants to fill vacancies in this job group as they occur.
Reason(s) Goal Not Met:
No goals were set for this job group; no vacancies were expected.
Proposed Corrective Measures:
As vacancies occur, we will continue to seek qualified minority and female applicants using all
available resources and tools to meet the percentage goal for "Total Minorities" (21.6%) and
"Females" (55.5%).
23
Agency Name: Oklahoma Water Resources Board
Date: June 30, 2010
Job Group: Administrative Support
Goal Description:
There were no vacancies or goals projected for FY-IO in this job group.
Good Faith Efforts:
As indicated, the agency will continue to make good faith efforts to hire/promote eligible
minority/female applicants to fill vacancies in this job group as they occur.
Reason(s) Goal Not Met:
No goals were set for this job group; no vacancies were expected.
Proposed Corrective Measures:
As vacancies occur, we will continue to seek qualified minority and female applicants using all
available resources and tools to meet the percentage goals for Hispanic (3.5%), and American
Indian/A.N. (3.8%), even though there is no percentage goal indicated as necessary for "Total
Minorities" or "Females."
24
OKLAHOMA WATER RESOURCES BOARD
AFFIRMATIVE ACTION FOR THE DISABLED AND OLDER PERSONS
The Oklahoma Water Resources Board recognizes the need to provide for equal employment
opportunity for the disabled and older persons over 40 years old. In conjunction with the federal
and state laws and regulations contained in our Affirmative Action Plan, the Board prohibits
discrimination against any employee or applicant because of disabilities or age. The Board's
affirmative action for the disabled and older persons is addressed as follows:
DISABLED PERSONS
Persons with disabilities are protected against discrimination if they are otherwise qualified in
the job they seek. "Qualified" simply means that they have the ability to do the job. In
employment situations, three groups of people are considered to be disabled and are covered by
the law:
A. People who have physical or mental impairments which substantially limit their ability to
work. Blindness and paralysis are obvious examples of disabilities. Less obvious disabilities,
such as epilepsy or diabetes, are also covered and are commonly known as "hidden disabilities."
B. People who have a record of disabilities, such as heart problems, or former treatment for
mental i1lness.
C. People who are treated as if they have a disability, even though they actually have no
physical or mental impairments. Examples might include people with a minor curving of the
spine or a noticeable limp which does not affect their job performance.
AGE
Federal and state laws protect workers 40 years of age or older from arbitrary age discrimination
in hiring, discharge, pay, promotions, fringe benefits, and other aspects of employment. The laws
do not apply where age is a bona-fide occupational qualification.
Recognizing the need to eradicate any and all forms of discrimination in the workplace, our
EEOIAA program is designed to promote employment of older persons on the basis of ability
rather than age and to help managers and supervisors to meet problems arising from the impact
of age on employment.
25
EEOLAWS
Equal Employment Opportunity and Affirmative Action - two di,stinctly separate terms - have
been mandated, defined, regulated or directed on numerous occasions at all levels of
government. Listed below are some of our country's noteworthy efforts to ensure equal
opportunity over the past century.
Federal Laws
The 14th Amendment of the United States Constitution (ratified 1868) forbids the denial of
equal protection under the law.
The Civil Rights Act of 1866 - protects all persons from discrimination because of their race or
national origin. This law was enacted shortly after the abolition of slavery, but had little effect
for the first 100 years. In the last 30 years, the Supreme Court ruled that Arabs and Jews were
protected under this law because they were "perceived" as a race. This law provides protection in
situations not specifically covered by the Civil Rights Act of 1964. Unlike the 1964 Act, the
1866 law allows individuals to sue for compensatory and punitive damages, which result in
much costlier settlements for employers. Individuals also do not have to follow the time
requirements for filing that exist under the 1964 Act.
The Civil Rights Act of 1871 - "Every person, who, under color of any statute, subjects, or
cause to be subjected, any citizen...to the deprivation of any rights, shall be liable to the person
injured..." (Enforcement: Court System)
Equal Pay Act of 1963 - gives men and women the right to earn equal pay for doing
substantially the same work. Protection from sex discrimination in wages is guaranteed by this
law, To correct inequities, employers must raise the wages of women to that of men. If
employers are found guilty of "willful" discrimination, they may have to pay double or triple
damages, Pay differences that are legal under the E.P.A. are also valid under Title VII.
(Enforcement: EEOC)
Civil Rights Act of 1964, as amended in 1972 and 1978, prohibits all forms of discrimination on
the basis of race, color, religion, sex or national origin, (Pregnancy was added in 1978,) Title
VII, a section of the act, specifically prohibits discrimination in employment. Today, most
discrimination charges are filed under Title VII. It has been subject to many differing
interpretations by employers, enforcement agencies, and the courts. Title VII applies to all public
and private employers with 15 or more employees. (Enforcement: EEOC and DOJ)
Age Discrimination in Employment Act (ADEA) of 1967 - amended in 1978, 1986 and 1996,
protects persons over 40 years of age from discrimination on the basis of age in any terms or
conditions of employment. (Enforcement: EEOC)
Americans with Disabilities Act of 1990 (ADA) - Title I of the Americans with Disabilities
Act of 1990, effective July 26, 1992, prohibits private employers, state and local govell1ments,
employment agencies and labor unions from discrimination against qualified individuals with
26
disabilities in job application procedures, hiring, firing, advancement, compensation, job
training, and other terms, conditions and privileges of employment. An individual with a
disability is a person who:
(I) Has a physical or mental impairment that substantially limits one or more major life
activities;
(2) Has a record of such an impairment; or
(3) Is regarded as having such an impairment.
(Enforcement: EEOC)
Family and Medical Leave Act (FMLA) of 1993 - The FMLA was enacted on February 5,
1993. In general, FMLA entitles an "eligible employee" to take up to a total of 12 workweeks of
lmpaid leave during any 12-month period for the birth of a child and to care for such child, for
the placement of a child for adoption or foster care, to care for a spouse or an immediate family
member with a serious health condition, or when he or she is tmable to work because of a serious
health condition. Employees are required to maintain any pre-existing group health coverage
during the leave period and, once the leave period is concluded, to reinstate the employee to the
same or an equivalent job with equivalent employment benefits, pay and other terms and
conditions of employment. (Enforcement: Wage and Hour Division, Department of Labor)
State Laws
Title 2S a.s. 1302 - It is a discriminatory practice for an employer:
(I) To fail to refuse to hire, to discharge, or otherwise to discriminate against an individual with
respect to compensation or the terms, conditions, privileges, or responsibilities of employment,
because of race, color, religion, sex, national origin, age, or handicap unless such action is
related to a bona-fide occupational qualification reasonably necessary to the normal operation of
the employer's business or enterprise.
(2) To limit, segregate, or classifY an employee in a way which would deprive or tend to deprive
an individual of employment opportunities or otherwise adversely affect the status of an
employee, because of race, color, religion, sex, national origin, age, or handicap unless such
action is related to a bona-fide occupational qualification reasonably necessary to the normal
operation of the employer's business or enterprise. (Enforcement: HRC)
Title 74 a.s. 840-2.9 - "No person in the State service...shall be appointed to or demoted or
dismissed from any position in the state service...because of political or religious opinions or
affiliations, race, creed, gender, color, or national origin or by reason of any physical handicap
... " (Enforcement: OMPC)
27
Title 74 O.S. 840-2.1- Requires all entities of the Oklahoma State Government to formulate and
implement an Affirmative Action Program, and to submit the plan report to OPM. (Enforcement:
OPM)
Title 74 O.S. 954 -Prohibits any department or agency of the State of Oklahoma, or any official
or employee of the same for and on behalf of the State of Oklahoma: to refuse to employ or to
discharge any person otherwise qualified, on account of race, color, creed, national origin, age,
handicap, or ancestry; to discriminate for the same reasons in regard to tenure, tern1S or
conditions of employment; to deny promotion or increase in compensation solely for these
reasons; to publish an offer of employment based on such discrimination; to adopt or enforce any
rule or employment policy which so discriminates as to any employee; or to seek such
information as to any applicant or employee or to discriminate in the selection of personnel for
training solely on such basis. (Enforcement: OMPC)
Title 74 O.S. 840-4.12 - Promotional and entrance examinations - Persons with severe
disabilities - Special disabled veterans - Optional hiring procedure for affirmative action goals:
(I) Allows special disabled veterans to elect to be considered for employment either under 74
O.S. 840.19 or Sections 401 through 404 of Title 72 of the Oklahoma Statutes.
(2) Except for the requirement of minimum qualifications specified in applicable job
specifications, such handicapped persons shall be exempt from entrance examinations and hiring
procedures administered by OPM.
(3) The optional hiring procedure for affirmative action goals (a.k.a. Fair Employment Practices
Act) permits agencies of state government to employ protected group members, i.e., Females,
Blacks, Hispanics, AsianlPacific Islanders and American Indians!Alaskan Natives in competitive
and non-competitive jobs. Use of this provision is contingent upon the establishment of an
appropriate goal in the agency's Affirmative Action Plan and that a manifest imbalance exists
which justifies remedial action under the act. (Enforcement: No enforcement authority as the act
is permissive)
28

Affirmative Action Plan
FY-2011
August 2010
TABLE OF CONTENTS
Introduction 2
Policy Statement on Equal Employment Opportunity
And Affirmative Action 3
Policy Against Sexual Harassment 4
OWRB EEO Organization; Responsibility for Implementation 5
Policy Dissemination 7
EEO/Affirmative Action Program Evaluation 9
OWRB FY-2010 Goals and Objectives 10
OWRB Employee Grievance Procedure 11
Statistical Analysis ofOWRB Work Force 13
A. Job Group Analysis 13
B. Availability Analysis 14
C. Utilization Analysis 15
D. Present Staffing Report .16
E. Personnel Transactions Report 17
F. Evaluation of Previous EEO Efforts 18
Review of Job Groups Where Goals Were Not Attained
And Identification ofAny Problem Areas 19
OWRB Affirmative Action for the Disabled and Older Persons 25
EEO Laws 26
INTRODUCTION
According to William Yates in his article, "Equity Management - Affirmative Action for the 21 st
Century," the steps taken by both Presidents Kennedy and Johnson with the establishment of the
EEOC and Executive Order 11246 (as amended) "meant that employers not only should, but
must be proactive in policies and hiring actions - and by extension, in all areas of employment."
Yates noted that as a result of the actions taken by Presidents Kennedy and Johnson, employers
were to ensure that unlawful discrimination did not occur and that their policies and hiring
practices did not work to the disadvantage of members of racial and ethnic minority groups and
women of all races. Establishing goals was an attempt to ensure that minimum standards of
fairness and equity were established and followed.
However, Yates suggests moving away from an emphasis on meeting perceived quotas to a
clearer focus on the original intent of affirmative action. That is, educating people on the
potential waste of human talent that occurs as a result of prejudice and discrimination. Equity
management stresses positive management and leadership built around a commitment to
diversity as a strength rather than a weakness. Equity managers actively seek out individuals
who are capable and deserving of opportunity; prepare them for service; ensure that barriers to
their progress are leveled; and employ those talented individuals in meaningful ways.
The Secretary of the Environment and Interim Executive Director, J. D. Strong, understands and
embraces the equity management approach and expects this focus to bring about a renewed
commitment to developing a more diverse workforce - one that will strengthen the agency and
make it an example of excellence in affirmative action.
Consistent with Title 74, Section 840-2.1 of the OklallOma Statutes, this Affirmative Action Plan
is submitted annually by the Oklahoma Water Resources Board to the State Office of Personnel
Management (OPM). Once approved by OPM, a copy is made available to all OWRB
employees for discussion and reference.
To promote external communication, our approved Plan will also be located in the reception area
for review by visitors to the Board and other interested parties, and copies of our Plan will also
be disseminated to various minority groups, as requested. A copy of the Executive Director's
Policy Statement will also be made available to staff on the agency's website and electronically'
shared folders.
2
POLICY STATEMENT ON
EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION
Consistent with federal and state laws and guidelines established for equal employment
opportunity and affirmative action, I would like to affirm this agency's continuing policy to
provide equal employment and advancement opportunity in all job families of this agency
without regard to political or religious opinion or affiliation, race, creed, gender, age, color,
national origin, or disability, so long as the disability does not render the person unable to do the
work for which employed.
The principles of equal employment opportunity apply to all employment practices and
persormel actions throughout the agency induding: recruiting, hiring, promotion, demotions,
separations, transfers, layoffs (RIF), recall, compensation, benefits and all other terms and
conditions of employment. I want to remind each employee that all personnel actions as well as
all decisions relating to employment practices are made in accordance with the spirit of equal
employment opportunity for all.
We have developed this affirmative action plan to help us achieve our goal of equal employment
opportunity. JaNeal Beougher, Human Resources Director and ANEEO Officer, located in the
Executive Administration Division, telephone number 405-530-8804, e-mail address
jgbeougher(cV,owrb.ok.gov, has been delegated the responsibility of implementing the plan,
induding monitoring and evaluating our progress and reporting the results to me.
In addition, Ms. Beougher is assigned to serve as the Affirmative Action Equal Employment
Opportunity Officer for this agency and is available to any employee having questions or
needing assistance in regards to affirmative action or equal employment oppOliunity in this
agency. She will also be the AAfEEO Coordinator and will have the responsibility of reporting
and monitoring procedures and recommending corrective action to insure compliance with our
Plan. I have designated Jerry Barnett, Office of the General Counsel, as Grievance Manager for
the agency.
My personal commitment to this policy is complete. I accept overall responsibility for equal
employment opportunity and affirmative action within this agency. I expect each employee to
perform hisfher duties and responsibilities in a marmer that will demonstrate this agency's firm
commitment in this most important area.
B·ZL{-/i)
Date ecutive Director
Date
3
POLICY AGAINST SEXUAL HARASSMENT
It is the policy of the Oklahoma Water Resources Board not to discriminate in any of its employment practices on
the basis of race, color, religion, sex, national origin, age, political affiliation or opinion, or disability, so long as the
disability does not render the employee unable to do the work for which employed, or marital status. Any form of
unlawful discrimination to which this policy applies is a very serious matter and will not be tolerated.
Sexual harassment is a form of unlawful discrimination based on sex. In some circumstances, it may violate other
laws (for example, criminal assault). Sexual harassment includes, but is not limited to, unwelcome sexual advances,
requests for sexual favors, or other verbal or physical conduct of a sexual nature. Conduct prohibited by this policy
includes, but is not limited to:
Unwelcome sexual flirtation;
Advances or propositions for sexual activity;
Continued or repeated verbal abuse of a sexual nature, such as suggestive comments and sexually explicit
jokes;
Sexually degrading language to describe an individual;
Display of sexually demeaning objects and pictures;
Offensive physical contact, such as unwelcome touching, pinching, or brushing the body;
Coerced sexual intercourse;
Sexual assault.
Such conduct is unlawful discrimination based on sex when submission to such conduct is explicitly or implicitly a
requirement of the individual's employment, or used as a basis for any employment-related decision concerning that
individual, or when such conduct has the purpose or effect of unreasonably interfering with the individual's work
perfonnance or creates an intimidating, hostile or offensive work environment.
Sexual harassment will not be condoned. Employees are absolutely prohibited from engaging in sexual harassing
behavior. Furthermore, any supervisory employee, employee with authority over personnel matters, or other agent
or officer of this agency who knows or should have known that an employee of this agency is being subjected to
sexual harassment must either take immediate corrective action or report the facts to an Assistant Administrator or to
me. All employees have a duty to immediately report sexual harassment to a supervisor, an Assistant Administrator,
or-directly to me.
Appropriate disciplinary actions will be taken against any employee who causes, engages in, encourages, condones
or otherwise permits unlawful sexual harassment, as well as supervisory or other responsible employees who fail to
take corrective action as provided above. Such conduct may be grounds for disciplinary action, up to and including
termination of employment.
It is the responsibility of all employees in this agency, supervisory and non-supervisory, to adhere to this policy and
to use all reasonable efforts to further its goals and spirit.
8· 2.'-\. lD
Date
4
ree r
OKLAHOMA WATER RESOURCES BOARD
AAlEEO ORGANIZATION
The Interim Executive Director exercises overall responsibility for equal employment
opportunity and affirmative action within the Oklahoma Water Resources Board; however, he
has designated JaNeal Beougher, Human Resources Director, to assist in the implementation and
monitoring of the agency's efforts in this area.
AA/EEO OFFICER AND COORDINATOR (Human Resources Director)
The AA/EEO Officer and Coordinator's duties and responsibilities shall include, but are not
necessarily limited to, the following:
a. Developing affirmative action programs, policy statements, plans and internal
communications.
b. Assisting in the identification of problem areas and effecting solutions to the
problems.
c. Reviewing and implementing auditing and reporting systems to:
I) Measure effectiveness of the agency program;
2) Indicate remedial action needed to correct deficiencies; and
3) Determine the degree to which the goals and objectives have been attained.
d. Serving as liaison between the Board and various state and federal compliance
agencIes.
e. Investigating cases and drafting recommendations for resolution of discrimination
complaints.
f. Identifying/resolving problem areas and establishing goals and objectives as
appropriate. .
g. Monitoring the Board's selection process to insure no discriminatory practices exist.
h. Serving as the agency's outreach and referral resource for minority organizations,
women's organizations, organizations for disabled and older persons and community
action groups concerned with employment opportunities for minorities, women,
disabled and older persons.
I. Consulting and advising supervisors, explaining requirements of EEO and
Affirmative Action including the Board's AA/EEO Plan.
J. Preparing periodic reports and data as requested by the Executive Director and the
Office of Personnel Management regarding the agency's AA/EEO Program.
k. Assisting the Grievance Manager, supervisory personnel and employees in arriving
at solutions to complaints.
GRIEVANCE MANAGER (Attorney, Office of the General Counsel)
The fair and impartial processing of discrimination complaints is an important aspect of any
effective AA/EEO Program. Aggrieved employees or qualified applicants for employment with
the Board who believe they have been discriminated against are encouraged to first consult the
appropriate Division Chief, then the Grievance Manager, whenever they seek a resolution to
their complaint. The Grievance Manager's duties and responsibilities shall include, but are not
necessarily limited to, the following:
5
a. Making inquiry into complaints or grievances brought to hislher attention and
conducting discussions with the parties involved in an effort to seek a solution to the
complaint on an informal basis.
b. Ensuring prompt resolution of employee grievances by the establishment of specific
time periods for each step of the process.
c. Conducting an impartial review of each grievance issue.
d. Providing information to ensure that employees be represented by a person of their
own choosing in the grievance process.
e. Providing information on the available rights to file complaints or appeals with
appropriate outside enforcement agencies, such as the Merit Protection Commission,
the Oklahoma Human Rights Commission and the Federal Equal Employment
Opportunity Commission.
DIVISION CHIEFS/SUPERVISORS
Managers and supervisors should understand their roles ,in the AA/EEO program. The
responsibilities of division chiefs and supervisors are listed below. They are also communicated
by other means, such as in the performance management process (PMP), and/or periodically
covered in training and regular management meetings. Responsibilities for managers and
supervisors include:
a. Assisting in the identification of problem areas and establishment of division
AAlEEO goals and objectives.
b. Monitoring training programs and hiring and promotion patterns to eliminate any
impediments to goal attainment.
c. Conducting career counseling with employees, with special attention given to
minorities, women, disabled and older workers to ensure they have full access to
opportunities for career progression, i.e., transfers, promotions, training, etc.
d. Scheduling regular meetings and training with supervisory staff and/or employees
to keep them abreast ofAAlEEO policy changes and program objectives.
e. Regular communication with staff to emphasize the agency's AAlEEO policies,
including the policy against harassment of employees.
EMPLOYEES
Every employee of the agency should know that they, too, have a responsibility to see that the
AA/EEO program is faithfully executed. To insure that fair and impartial treatment is
administered at all levels of the Board's affirmative action efforts, it will be every employee's
responsibility to:
a. Apply all laws, rules, regulations, policies and procedures fairly and impartially to all
persons, without regard to race, color, sex, age, national origin, physical or mental
handicap, religious affiliation or political opinion or affiliation.
b. Exhibit an attitude of respect, courtesy and cooperation toward supervisors, fellow
employees and the public.
c. Aid supervisors in carrying out their responsibilities with regard to the Board's
AAlEEO program.
6
d. Be familiar with the Board's Affirmative Action Plan and make a good faith effort to
complete their assigned responsibilities identified in the Plan.
POLICY AND PLAN DISSEMINATION
Once approved by OPM, the agency's ANEEO plan will be made available for employees to
review in an electronic format on the "allcshare" computer drive. Each new employee will
receive a copy ofthe agency's ANEEO Policy Statement and Policy Against Sexual Harassment
along with directions to the agency's ANEEO plan on the all-share drive.
The ANEEO Policy will be posted on the official agency bulletin boards of each office in the
agency. In addition, newly appointed first-line supervisors will be made aware of their
responsibilities regarding the agency ANEEO program as soon as possible upon assumption of
their duties. Newly assigned employees will also be briefed on the ANEEO policy and their
responsibilities in the ANEEO program.
External communication of the agency AA/EEO policy is equally important. Overall success of
the program depends on the support of individuals, institutions and other organizations in the
community, especially those within the immediate labor area that are likely to be resources for
applicant referrals. A personal letter from the appointing authority accompanies copies of the
approved OWRB AA/EEO Plan to various individuals, institutions, and organizations in our
area. These include the following:
Minority Student Program
University of Oklahoma
Norman, OK 73069
Minority Student Progran1
Oklahoma State University
Stillwater, OK 74074
Minority Student Program
University of Central Oklahoma
Edmond, OK 73034
Urban League of Greater Oklahoma City, Inc.
3017 N. Martin Luther King, Jr. Avenue
OKC, OK 73111
Urban League of Greater Tulsa, Inc.
240 E. Apache,
Tulsa, OK 74106
Moore-Norman Vo-Tech
4701 NW 12'h
Norman, OK 73079
7
Cheyenne-Arapaho Tribes of Oklahoma, Business Committee,
Concho, OK 73022
Governor's Committee, Jobs for Vets
1713 South 14th Street
McAlester, OK 74106
Chad Smith, Principal Chief, and Joe Grayson, Jr., Deputy Principal Chief
Cherokee Nation
P.O. Box 948
Tahlequah 74465-0948
Bill Anoatubby, Governor, Chickasaw Nation of Oklahoma
P.O. Box 1548
Ada, OK 74820
Greg Pyle, Principal Chief, Choctaw Nation of Oklahoma
P. O. Drawer 1210
Durant, OK 74701
In addition, the AAlEEO Plan will be made available to the general public by making hard
copies available upon request and by posting the plan on the OWRB website:
www.owTb.ok.gov.
8
EVALUAnON OF PREVIOUS YEARS' AAJEEO EFFORTS
The goals and objectives stated in the FY-2010 ANEEO Plan for the OWRB were placed on an
"on-going" timetable in order to indicate a constant and continuing effort on the part of
Executive Director and management to diversify the workforce of the OWRB to better reflect the
available workforce in the labor market.
With regards to hiring, the first goal was to increase representation of all minority groups and
increase the utilization of women in job levels above administrative/clerical support. Of the five
(5) new hires during FY-2010, the agency hired one (I) black male in the Professional job group.
Also, while not counting as a "hire" for the purposes of the AA/EEO Plan, we contracted with an
Hispanic female in the Carl Albert Executive Fellow program in the Professional job group with
the intention of making this a permanent hire at the end of the contract period. This would
indicate that the agency must continue to advertise and announce positions in such a way as to
attract a diverse applicant pool from which 10 select new hires. The agency has been proactive in
its efforts to meet the AAlEEO goals and objectives established, and will continue to seek
meetings with department heads and professors of minority colleges and universities in order to
better market the OWRB as a viable career path for new graduates in the fields of biology,
environmental science, meteorology, geology, and environmental engineering. Also, every
effort will be made to hire minority applicants to summer temporary field positions .in order to
develop an additional pool of potential pennanent hires.
Even though the agency did not meet all of its hiring goals, the agency did make small headway
in the area of promotions. Of the three (3) promotions during FY-I0, one (I) was a minority (I
Black), and two (2) were females. The agency will continue to consider all employees eligible
for promotions during FY-11 and will prioritize EEOIAA efforts as decisions are made and as
current budgetary constraints allow.
The goals of "program understanding and support" and "upward mobility" opportunities have
been met insofar as acceptance and adherence to the AA/EEO policy is concerned. However,
these goals do not, in and of themselves, advance the overall objectives ofthe agency's AAlEEO
plan when there remain underutilized positions for females and total minorities within 2 of the 5
EEO categories listed for the OWRB. Therefore, the FY-2011 Goals and Objectives will again
seek to address the underutilization of minorities and females that continues to be a high priority
for the OWRB.
9
OWRB FY-2011 GOALS AND OBJECTIVES
I. RECRUITMENT
Objective: To increase the number of minority applicants
Specific Action Steps Responsible Person(s)
Meet with Dept. Heads and AA/EEO Officer/Coordinator
Professors of minority Universities
to better market the OWRB
Utilize resources of OPM Equal AAlEEO Officer/Coordinator
Opportunity & Workforce Diversity
and Applicant Services Units
Utilize OPM's CAPIP to recruit AA/EEO Officer/Coordinator
qualified minority applicants
into professional job families
Increase minority applicant pool AAlEEO Officer /Coordinator
through temp progranl
2. HIRING
Target Date
Fall/Spring Semesters
Ongoing
Ongoing
Ongoing
Objective: To increase the representation of underutilized minority groups and to
increase the utilization of women on job levels above administrative/clerical support.
Specific Action Steps
Utilize structured interview
process to ensure bias is not
factored into the ratings
Coach/mentor minorities & female
employees for professional career
track within agency structure
Responsible Person(s)
Division Chiefs/Section Heads/
Supervisors
Division Chiefs/Section Heads/
Supervisors
10
Target Date
Ongoing
Ongoing
OKLAHOMA WATER RESOURCES BOARD
EMPLOYEE GRIEVANCE PROCEDURE
PURPOSE:
The Oklahoma Water Resources Board acknowledges that employees, by virtue of their state
employment, have been granted certain rights, privileges, and considerations that cannot be
arbitrarily or capriciously administered. The OWRB has adopted the Internal Agency Grievance
Resolution Procedures to ensure that employees have access to a formalized procedure that is
consistent with the Oklahoma Personnel Act and Rules of the Oklahoma Merit Protection
Commission (455:10-19-1 et seq.) and affords them the opportunity to resolve grievances
concerning the administration of such rights.
POLICY:
It is the policy of the OWRB that all permanent classified and regular unclassified employees be
given every opportunity, through established steps and procedures, to resolve complaints or
grievances in a timely manner that they believe adversely affect their employment or working
conditions.
It is also the policy that every effort be made to settle complaints or grievances as quickly as
possible. Direct contact on a one-on-one basis between supervisor and employee has always
been a policy of the 0 WRB and thus, the grievance procedure is not intended, nor will it be
allowed to become, a barrier to the supervisor/employee relationship.
Employees should submit only grievances made in good faith, expressed in reasonable terms.
These should contain causes for the grievance, corrective action desired, and sufficient
information and/or documentation, if available, upon which to base these decisions.
In adopting the Intemal Agency Grievance Resolution Procedure, the OWRB embraces the
policy that, when utilized in good faith by any employee who believes he or she has been
unjustly denied any guaranteed rights, the employee shall not be disciplined or otherwise
prejudiced in his or her employment for utilizing the procedure outlined in this document.
The gravity of the grievance procedure should not be taken lightly by anyone involved. The
decision to file a formal grievance in writing, as well as to defend one's actions against a
grievance, is a very serious matter. Therefore, the ultimate decision to proceed with the
grievance is a burden that rests squarely on the shoulders of those parties involved.
The MPC's Alternative Dispute Resolution procedure is encouraged where applicable.
OPERATING GUIDELINES:
Operating guidelines including respective steps of the grievance procedure are contained in State
Merit Rules for Employment, Subchapter 19, "Internal Agency Grievance Resolution
II
Procedure," from 455:10-19-2 through 455:10-19-64. These rules comprise MPC's Internal
Agency Grievance Resolution Procedure.
RECORD KEEPING REQUIREMENTS:
At the time an employee originates a Formal Grievance Form, a file will be established and
maintained by the EEO Coordinator so that copies of all written material related to the formal
grievance are preserved.
GRIEVANCES CHARGING DISCRIMINATION:
In accordance with State Merit Rules, special procedures have been designed to handle
Grievances Charging Discrimination, including sexual harassment. These procedures must agree
with state and federal laws regarding discrimination.
The same deadline for filing (and the 45 day ending time) that applies to other grievances will
apply to grievances about discrimination; however, these procedures allow an employee to file a
formal written grievance directly with the ANEEQ Qfficer, bypassing the informal discussion
step of the Internal Agency Grievance Resolution Procedure. The ANEEQ Qfficer will take
appropriate steps to resolve this type of complaint immediately. The steps and procedures that
apply to other grievances are omitted to be sure alleged violations are investigated promptly and
properly.
All alleged violations involving discrimination because of political or religious opmlOns or
affiliations, race, creed, gender, color, age, national origin or handicapped status will be
investigated to the fullest extent. Alleged violations stemming from discrimination and/or
harassment may also be reported to the Oklahoma Merit Protection Commission or other state
and federal agencies handling such complaints.
12
STATISTICAL ANALYSIS OF OWRB WORK FORCE
A. JOB GROUP ANALYSIS
To determine the utilization of minorities and females, all agency assigned job titles, including
managerial, are combined into "job groups". This grouping of job titles is the basis for
determining availability, identifying under-utilization, and establishing goals and timetables.
A job group is defined as one or more job titles having similar work content, advancement
opportunities, and pay rate. Ajob group may also be considered ajob family.
"Work content" refers to a job's responsibilities and related skills necessary to perform the job.
Jobs requiring significantly different entry-level qualifications should not be grouped together.
"Advancement opportunities" refers to jobs which have similar advancement opportunities.
"Dead end" jobs which offer little opportunity for advancement should not be grouped with jobs
that offer clear advancement opportunities.
"Rate of Pay," should be the least important factor in determining job groupings. However, as a
general practice, salaries ofjob titles within a job group should not vary greatly.
OWRB job groups include: "Officials/Administrators," "Professional," "Technician,"
"Para- professional" and "Office/Clerical."
I3
JOB GROUP ANALYSIS
Agency Name and Code Oklahoma Water Resources Board (835)
EEO Category: Official 1Administrator
Date: As of June 30. 2010
Job Group: _
Male Female
salary or Pay
Band Job Familv Title Total Emp. Total Male White Black Hisp, AS/PI AllAN Total female White Black Hisp. AS/PI AUAN Total Min.
$92,655 Executive Director 1 1 1 0 0
$90,000 General Counsel 1 1 1 0 0
$87,000-
$89,000 Division Chiefs 4 3 2 1 1 1 1
$80,000 Director of Water Planning 1 1 1 0 0
$70,000 Agency Administrator 1 0 1 1 0
Q Financial Mgr/Comptroller 1 0 1 1 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
. 0 0 0 0
0 0 0 0
Total for Job Group (number): 9 6 5 0 0 0 1 3 3 0 0 0 0 1
Total for Job Group (percent): 67% 56% 0% 0% 0% 11% 33% 33% 0% 0% 0% 0% 11%
OPM-AAlEEO-3 (06/07/2010)
13-A
JOB GROUP ANALYSIS
Agency Name and Code Oklahoma Water Resources Board (835)
EEO Category: -----:P...:r.::of:.:e::::s:::si.::o"'na::ls=--- _
Date: As of June 30, 2010
Job Group: _
Male Female
Salary or Pay
Band Job Familv Title Total Emp. Total Male White Black Hisp. AS/PI MAN Total Female White Black Hisp. AS/PI Al/AN Total Min.
$70,000 -
$80,000 Assistant Division Chiefs 3 1 1 2 2 0
$70,000 -
$73,211 Attorney IV 2 1 1 1 1 0
$55,650 Attorney II 1 a 1 1 a
$30,100 -
$88,600 Environmental Specialist II 15 11 10 1 4 4 1
P Environmental Program Mgr. III 5 5 3 2 0 2
0 Environmental Program Mgr. II 1 1 1 0 0
0 Engineering Mgr. I 1 1 1 0 1
N Professional Engineer II 1 1 1 0 1
M Financiai Loan Analyst IV 1 a 1 1 1
M Administrative Programs Officer III 1 0 1 1 0
M Public information Mgr. II 1 0 1 1 0
M Professional Engineer I 1 1 1 0 0
L Environmental Program Specialist IV 8 4 4 4 4 0
L Engineer Intern IV 2 2 2 0 2
L Accountant IV 1 0 1 1 0
K Accountant III 1 0 1 1 0
K Financial Loan Analyst III 1 0 1 1 0
13-B
K Environmental Program Specialist III 11 9 9 2 1 1 1
J Financial Loan Analyst II 1 1 1 a a
0 a a a
I Financial Loan Analyst I 1 1 1 a a
I Public Information Officer I 1 1 1 a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
0 a a a
Total for Job Group (number): 60 40 33 1 0 3 3 20 18 2 0 0 0 9
Total for Job Group (percent): 67% 55% 2% 0% 5% 5% 33% 30% 3% 0% 0% 0% 15%
OPM-AA1EEO-3 (06/07/2010)
13-C
JOB GROUP ANALYSIS
Agency Name and Code Oklahoma Water Resources Board (835)
EEO Category: Technicians ----------------------
Date: As of June 30, 2010
Job Group: _
Male Female
Salary or Pay
Band Job Familv Title Total Emp. Total Male White Black Hisp. AS/PI AUAN Total Female White Black Hisp. AS/PI MAN Total Min.
N IS Planning Specialist III 1 1 1 0 0
N IS Operating System Specialist IV 1 1 1 0 0
M IS Data Management Analyst III 1 1 1 0 0
K IS Operating System Specialist I 1 1 1 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
Total for Job Group (number): 4 4 4 0 0 0 0 0 0 0 0 0 0 0
Total for Job Group (percent): 100% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
OPM-AA1EEO-3 (06/07/2010)
13-D
JOB GROUP ANALYSIS
Agency Name and Code Oklahoma Water Resources Board (835)
EEO Category: Paraprofessionals
Date: As of June 30, 2010
Job Group: _
Male Female
Salary or Pay
Band Job Family Title Total Emp. Total Male White Black His!>. AS/PI AUAN Total Female White Black Hisp. AS/PI MAN Total Min.
J Administrative Programs Officer I 3 1 1 2 1 1 1
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
. 0 0 0 0
0 0 0 0
0 0 0 0
Total for Job Group (number): 3 1 1 0 0 0 0 2 1 0 0 0 1 1
Total for Job Group (percent): 33% 33% 0% 0% 0% 0% 67% 33% 0% 0% 0% 33% 33%
OPM-AA1EEO-3 (06/07/2010)
13-E
JOB GROUP ANALYSIS
Agency Name and Code Oklahoma Water Resources Board (835)
EEO Category: Administrative Support
Date: As of June 30, 2010
Job Group: _
Male Female
Salary or Pay
Band Job Family Title Total Emp. Total Male White Black Hisp. AS/PI AllAN Total Female White Black Hisp. AS/PI AllAN Total Min.
$47,904 -
$57,000 Secretary to the Director 2 0 2 2 0
J Secretary V 1 0 1 1 1
I Administrative Assistant II 3 1 1 2 2 0
H Administrative Assistant I 1 0 1 1 0
H Legal Secretary II 1 0 1 1 1
H Secretary III 1 0 1 1 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
0 0 0 0
Total for Job Group (number): 9 1 1 0 0 0 0 8 6 1 0 1 0 2
Total for Job Group (percent): 11% 11% 0% 0% 0% 0% 89% 67% 11% 0% 11% 0% 22%
OPM-AA1EEO-3 (06/07/2010)
13-F
B. AVAILABILITY ANALYSIS
For EEO/AA purposes, availability is defined as the percentage of minorities or females in the
relevant recruitment area who have the skills necessary for entry into a specific job group or,
who are capable of acquiring such skills. The purpose of the availability analysis is to determine
the number of persons by race/ethnicity and sex that is available for employment within each of
the job groups. The availability analysis provides the basis for determining whether or not
minorities and women are underutilized in the work force and the degree of significance of any
such under-utilization.
The availability analysis involves three major steps: (I) determining the sources providing
employees to job groups; (2) calculating the number of persons available by race/ethnicity and
sex from each source; and (3) detelmining the relative number of employees provided by each
source.
In preparing the OWRB AA/EEO Plan, the "Factor Analysis Method" was used. A majority of
OWRB vacancies over the past several years have been filled from outside the agency; however,
within the past few years, the agency has sought to fill more career progression positions and
promotions from within. Our recruitment efforts to fill positions have been "local" in scope, so
we chose to apply Factor I, "Percentage of Minorities or Females with the Requisite Skills in the
Reasonable Recruitment Area," for all job groups, and Factor 2, "Percentage of Minorities or
Females Promotable, Transferable, and Trainable within the Agency's Organization" for the
applicable job groups. The information on availability of race/ethnicity and females was derived
from the U. S. Census Bureau, Census 2000 Civilian Labor Force Special tabulation
(http://ww.census.govlprodlcen2000/doclsDchap8.pdf) and the current Job Group Analysis
provided in the AA/EEO Plan. 1
I
Office of Personnel Management, "Manual for Affirmative Action Plans in State Government,"
Revised July 2009, pgs. 22-23
14
Agency Name and Code: Oklahoma Water Resources Board (835)
Availability Analysis
June 30, 2010
(dale)
EEO Category: Official I Administrator
Factors
Percentage of minorities or females
having requisite skills in the area
1. which the agency can reasonably
recruit.
Percentage of minorities or females
2 promotable, transferable, and
. trainable within the agency's
organization.
3. Other relevant factors
Job Group:
Raw Availabilitv % Weighted Availability *
Total Weight Total I Source of Statistics
Black I Hisp As/PI AllAN Min Fem Factor Black Hisp Asl?l AllAN Min Fem
3.601 2.30 1.00 1.00 3.60 2.30 1.00 15.10 37.60
2000 Oklahoma
4.90 15.10 37.60 4.90 Census Data
Total
Final Availability
1.00 3.60
3.6%
2.30
2.3%
100
1.0%
4.901 15.10
4.9%1 15.1%
OPM-AAlEEO-4 (06/07/2010) * (Raw Availability % X Weight Factor = Weighted Availability)
14-A
Agency Name and Code: Oklahoma Water Resources Board (835)
Availability Analysis
June 30, 2010
(date)
EEO Category: Professionals
Factors
Percentage of minorities or females
1 having requisite skills in the area
. which the agency can reasonably
recruit.
Percentage of minorities or females
2 promotable, transferable, and
. trainable within the agency's
organization.
3. Other relevant factors
Job Group:
Raw Availability % Weighted Availability *
Total Weight Total I Source of Statistics
Black I Hisp As/PI AllAN Min Fem Factor Black Hisp As/PI AI/AN Min Fem
6.001 2.40 340 2.60 17.10 52.80 1.00 6.00 240 340 2.60 17.10 52.80
2000 OKC MSA
Census Data
Total
Final Availability
1.00 6.00
6.0%
2.40
2.4%
3.40
3.IWlI
2.601 17.101 52.80
2.6%1 17.1%
OPM-AAlEEO-4 (06/07/2010) * (Raw Availability % X Weight Factor = Weighted Availability)
14-B
Agency Name and Code: Oklahoma Water Resources Board (835)
Availability Analysis
June 30, 2010
(dale)
EEO Category: Technicians
Factors
Percentage of minorities or females
1 having requisite skills in the area
. which the agency can reasonably
recruit.
Percentage of minorities or females
2 promotable, transferable, and
. trainable within the agency's
organization.
3. Other relevant factors
Job Group:
Raw Availability % Weighted Availability *
Total Weight
Blackj Hisp
Total I Source of Statistics
Black I Hisp I As/PI I AI/AN I Min Fem Factor As/PI AI/AN Min Fem
10.201 2.601 2.501 3.501 21.601 55.501 1.001 10.201 2.60 2.50 3.50 21.60 55.50
2000 OKC MSA
Census Data
* (Raw Availability %X Weight Factor = Weighted Availability)
Total
Final Availability
OPM-AAlEE04 (06t07/2010)
14-C
1.001 10.20
10.2%
2.60
2.6%
2.50
2.5%
3.501 21.60
3.5%1 21.6%
Agency Name and Code: Oklahoma Water Resources Board (835)
Availability Analysis
June 30, 2010
(date)
EEO Category: Paraprofessionals
Factors
Percentage of minorities or females
1 having requisite skills in the area
. which the agency can reasonably
recruit.
Percentage of minorities or females
2 promotable, transferable, and
. trainable Within the agency's
organization.
3. Other relevant factors
Job Group:
Raw Availabilitv % Weighted Availability *
Total Weight Total I Source of Statistics
Black I Hisp AsfPI AllAN Min Fern Factor Black Hisp AslPI AllAN Min Fern
10.201 2.60 2.50 3.50 21.60 55.50 1.00 10.20 2.60 2.50 3.50 21.60 55.50
2000 OKC MSA
Census Data
Total
Final Availability
1.001 10.20
10.2%
2.60
2.6%
2.50
2.5%
3.501 21.601 55.50
3.5%1 21.6%
OPM-AAlEEO-4 (06/07t2010) * (Raw Availability % X Weight Factor = Weighted Availability)
14-D
Agency Name and Code: Oklahoma Water Resources Board (835)
Availability Analysis
June 30, 2010
(date)
EEO Category: Administrative Support
Factors
Percentage of minorities or females
1 having requisite skills in the area
. which the agency can reasonably
recruit.
Percentage of minorities or females
2 promotable, transferable, and
. trainable within the agency's
organization.
3. Other relevant factors
Job Group:
Raw Availabilitv % Weighted Availabilitv •
Total Weight Total I Source of Statistics
Black I Hisp As/PI AI/AN Min Fern Factor Black Hisp As/PI AI/AN Min Fern
9.701 3.50 1.50 3.80 21.90 68.70 1.00 9.70 3.50 1.50 3.80 21.90 68.70
2000 OKC MSA
Census Data
Total
Final Availability
1.00 9.70
9.7%
3.50
3.5%
1.50
1.5%
3.801 21.901 68.70
3.8%1 21.9%1 68.7%
OPM-AAlEEO-4 (06/07/2010) * (Raw Availability %X Weight Factor = Weighted Availability)
14-E
C. UTILIZATION ANALYSIS
One of the final steps in preparing the statistical portion of the affirmative action plan is
compilation of the "utilization analysis." The utilization analysis is a comparison of the estimated
availability percentages calculated in the availability analysis to the actual employment
percentages reflected in the job group analysis. This analysis serves as the basis for setting
minimum goals and establishing timetables. For example, if the representation of females among
incumbents in a particular job group is far enough below the corresponding estimated
availability, females should be declared underutilized in that job group and a goal set for the
hiring or promotion of females into that job group. The same goal establishment procedure
applies to each minority group found to be under represented.
"Underutilized" is defined as having fewer minorities or women in a particular job group than
would reasonably be expected by their availability. No method has been universally prescribed
for determining when "under-utilization" should be declared. The best guidance seems to be that
there should be some statistical significance in the difference between "reasonably expected"
utilization (availability X incumbents) and actual utilization.
The OWRB AAlEEO Plan utilized the "80 Percent" method, which declares underutilization to
exist if the females or minorities in a job group are less than 80% of their availability or if the
number of females or minorities in a job group is zero. I
The utilization analysis of the OWRB work force on the following page is used to compare the
actual employment of minorities and women (from the Job Group Analysis) with their relative
availability (Availability Analysis) in the applicable job groups. Where the utilization is less than
availability and the agency's significance test is satisfied (the 80% rule), under-utilization is
declared, along with goals stated as a percentage of the available workforce in order to reach full
utilization of that population.
'Office of Personnel Management, "Manual for Affirmative Action Plans in Oklahoma State
Government," Revised July 2009, p. 28.
15
Agency Name and Code:
Utilization Analysis' and Annual Placement Goals
Oklahoma Water Resources Board (835) June 30.2010
Date
Job
Group
Total Black
Incumbents
Hiso. I ASIPI 1 AllAN Fern.
Total
Min I%Avail
Black
% in Under
Cat Ulil Goal I%Avail
Hispanic
% in IUnder
Cat Utll Goal
Utilization*
Asian/Pacific Islander I American IndianiAN
%inl~er
%Availl Cat um I Goal 1% Availl Cal I Util I Goal
TOlal Minoriites
% in IUnder
% Avail I Cat Ulil Goal 1% Avail
female
% in Under
Cal Ulil Goal
Official f
Administrator
Professionals
9
60 o 20
3.6%1 0.0%1 Y
6.0%1 5.0%1 N
3.6%
o
2.3%1 0.0%1 Y
2.4%1 0.0%1 Y
2,3%
2.4%
1.0%1 00%1 Y
3.4%1 5.0%1 N
1.0% 4.9%1 11.1%1 N
2,6%1 5.0",1,1 N
o
o
15.1%1 11.1%1 Y
17.1%1 15.0%1 N
15.1% I 37.6%1 33,3%1 N
52.8%1 33.3%1 Y I 52.8%
Technicians
4 o o o o o 10,2%1 0.0%1 Y 110.2% I 2.6%1 0.0%1 Y 2.6% 2.5%1 0.0%1 Y 2.5% 3.5%1 0.0%1 Y 3.5% I 21.6%1 0.0%1 Y I 21.6% I 55.5%1 0.0",1,1 Y 1 55.5%
Protective
Services 0.0%1 IIDIVIOtl ##### 1IIDIVIOlI o.o%I/lDIVlo'l ##### 1/lDIVlOII 0.0%1 /lDIVIO! 1#####1 /lOIVlOll 0.0%1 #OIV/O! 1##### 1#OIVIOil 0.0%1 IIDIVlO!1#####1 IIDIVlO!1 0.0%1 IIDIVIOII #####1#DIVIO!
Paraprofessionals
3 10.2%1 0.0%1 Y 10.2% I 2.6%1 00%1 Y 26% 25%1 0.0%1 Y 25% 3.5%1 33.3%1 N 21.6%1 33.3%1 N 55.5%1 66.7%1 N o
Administrative
Support
Skilled Craft
Workers
Service
Maintenance
9 o
o
o
o
o
o
o
o
9.7%1 11.1%1 N I 0
O.O%I#DIV/O! I #####1#DIVIOI
0.0%1 #DIV/O! I #####1 #DIVIOI
3.5%1 0.0%1 Y I 3,5%
0.0%1 IIOIVlO! I ##### I IIOIV/O!
0.0%1 IIDIVlO! I ##### I IIDIVIO!
1.5%1 11,1%1 N I 0
om~1 IIDIVIOl I ##### I IIDIV/OI
O.O%I#DIVIO! I ##### I IIDIV/O!
3.8%1 0.0%1 Y I 3,8%
0.0%1 IIDIVIOI I ##### I 1I0lVI01
O.O"A.I#DIVloll #####!#OIV/O!
21.9%1 22.2%1 N I 0
0.0%1 #DIV/OI I ##### I #DIV/O!
0.0%1 IIDIVIOII ##### I IIDIVlO!
68,7%1 88.9%1 N I 0
0.0%1 #DIV/OII ####II- I #DIV/OI
0.0%1 IIDIVIO! 1####It- I IIDIVIOI
OPM·AAfEEO-5
(06/07/2010) ~ Significance Test: 80% Method
15-A
E. PRESENT STAFFING REPORT
The Present Staffing Report on the following page reflects the distribution and composition of
the agency's work force in five EEO categories. This data provides a "snapshot" of the total
number of employees agency-wide by race/ethnicity, and sex for each of the applicable EEO
categories. The information in this table is used by OPM to compile the statistics for the State of
Oklahoma in its annual EEOIAA Statistical Report.
16
Agency Name and Code: Oklahoma Water Resources Board (835)
PRESENT STAFFING
EEO Coordinator: JaNea! Beougher As of: June 30, 2010
~